{"title":"Employment-at-Will","authors":"Judith Kish Ruud, Wendy S. Becker","doi":"10.1002/9781118364741.CH32","DOIUrl":null,"url":null,"abstract":"The employment-at-will doctrine governs when and how an employer and employee may terminate an employment relationship having no definite term (Rand, 2007). Each state interprets this doctrine under its own laws, which creates inconsistencies in its interpretation and application across the states (Moss, 2005). We provide a very general overview of this important and complex doctrine. Readers must seek additional information to understand how the doctrine applies in each state.","PeriodicalId":357008,"journal":{"name":"Employment Law eJournal","volume":"223 1 1","pages":"0"},"PeriodicalIF":0.0000,"publicationDate":"2012-09-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Employment-at-Will\",\"authors\":\"Judith Kish Ruud, Wendy S. Becker\",\"doi\":\"10.1002/9781118364741.CH32\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"The employment-at-will doctrine governs when and how an employer and employee may terminate an employment relationship having no definite term (Rand, 2007). Each state interprets this doctrine under its own laws, which creates inconsistencies in its interpretation and application across the states (Moss, 2005). We provide a very general overview of this important and complex doctrine. Readers must seek additional information to understand how the doctrine applies in each state.\",\"PeriodicalId\":357008,\"journal\":{\"name\":\"Employment Law eJournal\",\"volume\":\"223 1 1\",\"pages\":\"0\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"2012-09-18\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Employment Law eJournal\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1002/9781118364741.CH32\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Employment Law eJournal","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1002/9781118364741.CH32","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
The employment-at-will doctrine governs when and how an employer and employee may terminate an employment relationship having no definite term (Rand, 2007). Each state interprets this doctrine under its own laws, which creates inconsistencies in its interpretation and application across the states (Moss, 2005). We provide a very general overview of this important and complex doctrine. Readers must seek additional information to understand how the doctrine applies in each state.
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